<p> MEMORANDUM</p><p>TO: DHR, Business Managers, VTHR Network.</p><p>FROM: Thomas Ball, Director, DHR Labor Relations </p><p>DATE: July 30, 2013</p><p>RE: Cash or Compensatory Time for Overtime When Sick Leave Is Used -- VTHR Process. </p><p>Recently, several employees and supervisors have contacted DHR with questions concerning some requests for Compensatory Time Off for hours worked in excess of the normal schedule that VTHR paid in cash instead of processing a request for comp time accrual. This memo seeks to clarify why this may have occurred. </p><p>1. “Overtime” is defined by the contract as “time actually worked” in excess of a specified daily, weekly, or bi-weekly hour limit (i.e., 8 hours/day, or 40 hours/week, or 80 hours/pay period, etc.). 2. Under the contracts, sick leave is not “time actually worked”, and is therefore not “good time” for overtime calculation purposes – i.e., sick leave time does not count in determining whether an employee has worked in excess of his/her daily, weekly, or biweekly overtime hour limit. 3. Compensatory time can only be granted for hours worked that qualify as “overtime”. 4. Thus, hours worked beyond the normal schedule, that are not (by definition) “overtime” because of the employee’s use of sick leave, must to be paid in cash at the employee’s straight time rate of pay, and cannot be compensated as compensatory time off.</p><p>An employee’s Workgroup (located at the top of the Time Report) should indicate the daily, weekly, or biweekly hour limit for overtime calculation purposes. Example: “Workgroup P11EX840P”: P = Positive Time Reporter 11 = Overtime Category according to the collective bargaining agreement EX = Executive Branch position 8 = Daily hour limit for overtime purposes 40 = Weekly or biweekly hour limit for overtime purposes P = Premium (time and one-half) overtime rate. “S” = straight time rate.</p><p>If you have any further questions, please contact Tom Ball in DHR’s Labor Relation Division at 828-3642 or email – [email protected] .</p>